Thailand has introduced important amendments to the Labour Protection Act through the Labour Protection Act (No. 9), B.E. 2568 (2025), which will take effect on7 December 2025. These reforms strengthen worker protection, promote gender equality, and modernise Thailand’s labour standards. They also expand statutory entitlements and close key gaps affecting government-engaged workers, pregnant employees, and spouses supporting childbirth. This update provides an overview of the key changes and their implications for employers, employees, and relevant state agencies.
1.Expanded Statutory Protection for Government-Engaged Contract Workers
For the first time, this amendment explicitly extends minimum labour protections to individuals engaged by central, regional, and local government authorities, state enterprises, public organisations, and other state bodies under service contracts or similar arrangements, where the agency directly supervises or controls the work—regardless of how the engagement is labelled.
These individuals are now entitled to the same baseline protections as regular employees, including:
- remuneration;
- weekly holidays;
- public holidays;
- annual leave;
- sick leave;
- maternity leave;
- working hours and rest periods.
The Amendment also clarified and settled the longstanding jurisdictional ambiguity by confirming that any disputes between a government-engaged contract worker and a government agency arising from these statutory rights fall under the exclusive jurisdiction of the Labour Court, rather than the Administrative Court.
2.Increased Maternity Leave Entitlements
Maternity leave has been increased from 98 days to up to 120 days per pregnancy (or as otherwise prescribed by royal decree). Employers must pay full wages for up to 60 days of maternity leave.
This expansion reflects Thailand’s policy direction toward enhanced maternal protections and alignment with international standards.
3.Additional Leave for Childcare Following Maternity Leave
An employee who has taken the full maternity leave entitlement may take up to 15 additional days of childcare leave where the newborn is at risk of medical complications, has abnormalities, or has disabilities.
A medical certificate issued by a licensed physician must be provided. During this period, employers must provide 50% of the employee’s regular wages.
4.Parental Leave for Employees Supporting Their Spouse
The Amendment introduces spousal parental leave, granting an employee up to 15 days’ leave to assist a spouse who has delivered a child; and leave that may be taken before, on, or within 90 days after the childbirth.
For leave taken to assist a spouse during childbirth, employers must pay full wages for the leave period, up to 15 days.
5.New Reporting Requirement for Employers with 10 or More Employees
Employers with 10 or more employees must now submit an Employment Terms and Working Conditions Disclosure Form to the Director-General of the Department of Labour Protection and Welfare (or its delegate) annually within January.
This measure aims to enhance transparency and strengthen regulatory oversight of workplace conditions across the private sector.
Conclusion
The Labour Protection Act (No. 9), B.E. 2568 (2025), marks a significant advancement in Thailand’s labour regulatory landscape, reinforcing the country’s commitment to stronger worker protections and more inclusive workplaces. The amendments introduce comprehensive reforms, including expanded maternity, parental, and childcare leave; enhanced safeguards for government-engaged contract workers; and new annual reporting obligations for employers.
Employers are encouraged to review the revised provisions without delay, update internal HR policies and employment documentation, and align payroll and compliance processes accordingly. Proactive preparation will help minimise legal and operational risks and ensure a smooth transition once the amended law becomes enforceable.
With the increasing amendment of Thailand’s labour and employment framework, investors and employers who engage experienced legal advisors benefit from tailored compliance strategies, reduced regulatory exposure, and a more resilient workforce structure. Our team is ready to assist with policy reviews, statutory audits, workforce planning, and ongoing advisory support to ensure full compliance under the amended legislation.
Authored byThanyaluck Thongrompo, partner of Kudun and Partners, together withIttipatNimboonchaj and Wasin Na-on,associates of the firm.